Experienced, exercises good judgment when making decisions.
Among these brand archetypes, the 'sound decision maker' are creative, resourceful, and intellectually quick. Good at a broad range of things. Enjoy debating issues, and may be into “one-up-manship”. They make decisions quickly, even in the absence of complete data. They exercise good judgment when making decisions and takes into account both facts and personal experiences. They are great at prioritizing, differentiating between critical and less important priorities. Have an ability to accurately identify strengths, weaknesses and potential in people with relatively short exposure to them. They get very excited about new ideas and projects, but may neglect the more routine aspects of life. Generally outspoken and assertive. They enjoy people and are stimulating company. Excellent ability to understand concepts and apply logic to find solutions.
Knowing your own psychological type preferences can give you valuable insight into your weaknesses and strengths, and provide a starting point when relating to your co-workers. Understanding yourself is key to working better with other people. Are you a perception-focused person on a team of judging types? You might want to start scheduling more meetings instead of relying on random hallway conversations to get your work done. And if you’re a manager with an employee who skews toward judging, it might make sense to place her in a leadership role to keep a team on track.
Understanding the personality preferences of your employees can be the difference between a smoothly running, well-oiled machine of a team and a disorganized mess. One way to help manage this is to create a table with each team member’s personality type to help you identify advantages and work with potential problems due to those types. Simply classifying your employees as introverts or extroverts might help you spot issues. For example, an extravert might be less happy and productive working remotely, while an introvert might thrive in the same position.
It’s also important to keep in mind that the test can be inconsistent. There have been studies showing that up to 50% of people arrive at a different result the second time they take a test, sometimes as little as five weeks later. And that makes sense – many of us might see ourselves as logical one day, and impulsive the next. That’s why it’s important to make use of validations. Use friends, peers and your professional seniors to ask about your personality because you brand is not what you think it is but what other feel it is. The more feedback you take the accurate the averages come. Nonetheless you will definitely find out some commonality which may even surprise you about your own character. Use the personality test to find out your blind spots and hidden strengths that you may not be aware of yourself. Sometimes we overwork on qualities that we already possess just because we were never able to validate them.